Many attorneys searching for work are finding that the job hunt may turn up opportunity but at much lower pay.  The question many ask is…should I accept a position that pays lower than what I earned at my last job?

Well, you can only answer that question if you consider a few critical factors that can help determine if accepting lower-pay is the best move for your career.  

1.    Is the position a step-up for you?  Is there room for growth?  If so, accepting lower-pay could be the price you pay for the opportunity of long-term growth in your career.

2.    What are the terms of the lower-pay?  Does the employer offer an increase in pay after so much time has passed or certain objectives have been achieved?  Accepting a low salary temporarily is certainly easier to swallow than a permanent pay cut.  Whatever you agree to, make sure you get it in writing.

3.    Will the job require fewer hours or have a less stressful work environment? If so, ask yourself how much you value more free-time and peace of mind?  If it's important to you, the lower-pay may be worth it.

4.    Does the job offer excellent benefits?  How much would you pay if you had to pay for your own health insurance, life insurance or other benefits?  Also consider retirement matching funds and any severance package the company may be offering when making your decision about accepting lower-pay.

5.    What is the state of the economy?  What are other positions, similar to the one you're seeking, offering in terms of salary?  With the current downturn in the economy many employers are cutting back and reducing salaries as job losses increase throughout the economy.

When negotiating your salary with any potential employer, make sure you do your homework.  Look at current trends in hiring, the compensation history and financial health of the company making the offer before you make your decision.

As if job interviews weren't nerve racking enough, some of the toughest questions are asked and many job candidates are stumped for the "right" answers.  For example, the question -- Why did you leave your last job?, leaves many interviewees with sweaty palms.

Although sometimes difficult, this question is guaranteed to surface in every job interview, so it's best to prepare your answer beforehand.  First you need to think about the interviewer's motivation for asking this question.  The employer wants to know if there were any negative reasons for leaving your job, such as being fired, not getting along with coworkers or incompatibility with company's culture.  If there is a negative reason for leaving your last job, make sure you have your answer formulated "before" you get to the interview and try to present the negative reason in a positive or at least neutral way.  Please do not under any circumstances go on a rant about being fired, laid off or storming out of the office after being fed-up.  Below are some samples of how you might reply.

 •For a job that was not challenging enough.
 •I was looking for more opportunities for professional growth.
 •For being fired.
 •Unfortunately, it was not a good fit for me or them.  I made the mistake of trying to remain, my work suffered and I was fired.  It taught me a valuable lesson, always choosea   company that is the right fit no matter what.
 •For an environment that was too conservative.
 •I prefer a more creative and flexible work environment.

These are just a few examples, but the thing they all have in common is that they emphasize the positive sides of what could be viewed as negative.

The investment strategy of value investing-seeking fundamentally sound companies with strong balance sheets and price-earnings ratios (properly audited, of course) provides a good analogy for lawyers in the recession.  Because the fundamentals of law practice remain constant , this environment requires all lawyers to perform a rigorous self-assessment of their goals and their skills and to plot a career strategy:
1. Determine how do your academic credentials stack up objectively (e.g, law school ranking, class rank, honors, clerkships) and how are lawyers with your experience and skill  set faring in the current market.
2. Are you organized, analytical, and outgoing? What non-legal education and work experience and life skills do you have that will help you enhance or retool your practice?
3.  Establish honestly your career goals and priorities, both near and long term.  What is your dream job?  Do you want to stay in the law? Do you want to maximize your compensation or your personal time? Do you prefer a more or less structured work environment? Do you want to be a “headliner” or a staffer?  Do you like working with lawyers?
4. Be informed-what jobs are available?  How do they stack up against your current job and your dream job?
A good career counselor or recruiter can aid you in this self-assessment and developing a career strategy.  Good consultants give you the tools to evaluate your situation and determine the way forward.  That requires you to examine closely what you want to do, what you can do and what is available. You may decide to stay where you are, to test the market aggressively or to invest in yourself though education.
Establishing a strategy based on your fundamentals: your experience, skills, priorities and goals and on accurate market information can grow your “portfolio” personally and professionally.  You can do nothing more important for your career.
© 2008 David Bargman
President,  Baum, Stevens

Interview preparation significantly improves your likelihood of success.
In an increasingly competitive legal market, what can you do to stand out from the competition?  Properly prepare for your interviews.  
Sound like common sense?  You would be surprised how many attorneys can’t find the time to prepare.  Yet well-prepared candidates almost double their likelihood of success.  Here are some tips to help you get started.
DO
•    Research the employer and the opportunity.  Most of this information is available on firm websites.  When you do research an attorney beyond a firm’s website, you probably shouldn’t emphasize it.  It can be perceived as “stalkerish.”
•    Arrive on time.  All attorneys have last minute client emergencies, but tardiness or rescheduling can raise questions about your multi-tasking skills.  The firm may also see it as a lack of interest.
•    Be enthusiastic, optimistic and confident.  Take care not to come across as overly eager.
•    Anticipate questions, planning and practicing responses.  Practice will give you a level of comfort that comes across as confidence during the interview.  Take care not to sound over-rehearsed. 
•    Ask thoughtful questions.  (Asking if the firm has an office in NY or how many attorneys are in the office won’t impress interviewers.)  This is a terrific way to learn more about what the employer wants and to share how your abilities match the hiring needs.    
Now that you know some of the things you should do, what about the things you should avoid?  Here are some of the most common “don’ts” we hear from employers.
DON’T
•    Don’t be a “Negative Nelly” or “Negative Ned.”  This is the most common complaint about candidates.  This includes not attacking other firms.  You never know where the interviewer’s spouse, siblings, parents or friends work.
•    Don’t disrespect recruiting coordinators, secretaries or other staff.
•    Don’t approach lateral interviews like OCI interviews.  With lateral interviews the roles are reversed, especially given the current economy, so ask not what the firm can do for you but what you can do for the firm.
•    Don’t answer a question by telling the interviewer that someone already asked the question.  If you are meeting with more than one person, you’ll likely hear the same question from different people.  When you hear the same question again (and again and again) answer as enthusiastically as the first time you were asked.
•    Don’t go into too much detail about personal matters.  Maintain a good balance between being personable and effectively expressing your professional interest and qualifications for the position.
These tips will give you a strong start to take your interviewing skills to the next level and to take the next step in your career.  Good luck!  
Questions?  Contact Elite Laterals recruiter Amy Savage at amy@elitelaterals.com or 202.280.2408.